A Guide for Managers Supporting Lesbian, Gay and Bi Staff - June 2013 Reviewed: September 2020, January 2024

In this section

Recognising Bullying and Harassment

To prevent bullying and harassment of LGB staff, our organisation needs to recognise it as a specific form of bullying. As a manager it is important that you can recognise the signs of homophobic and bi-phobic bullying and harassment so that you can act. This may include:

making homophobic and bi-phobic insults and threats.
making unnecessary and degrading references to an individual’s sexual orientation.
engaging in banter or making jokes which are degrading to a person’s sexual orientation or perceived sexual orientation.
outing an individual as LGB without their permission.
ignoring or excluding a colleague because they are LGB.
spreading rumours or gossip.
asking intrusive questions about their private life.
making assumptions and judgements about a colleague based on their sexual orientation.
using religious belief to justify anti-LGB bullying and harassment.

If you witness or are told about any of this happening in your service or team, you have a responsibility as a manager to act. In extreme cases, this form of harassment could be classed as a ‘Hate Crime’. Research suggests that although a high proportion of LGB individuals have suffered from some form of hate crime, it is not often reported to the police.

An employee may wish to talk to you as their manager about such incidents. The effects on the employee can impact heavily on the organisation and on their ability to work. Your support could play a vital role in making sure this is reported and addressed.

If somebody is gay and wants come out but doesn’t feel comfortable doing so, that says something about how they feel about the organisation they work in. It implies that they’re not going to bring their whole persona into the workplace and into their engagement with colleagues. That isn’t a good thing for the individual. And it isn’t a good thing for the organisation.

Glenn Earle, Chief Operating Officer of European Businesses, Goldman Sachs

Case Study

I have worked in local government for around 10 years in a stereotypical male dominated role and environment. I didn’t come out to my colleagues at work that I was gay because of the fear of rejection, the perceived homophobic culture.

However, when the opportunity arose for me to take up a role to help support a regional LGBT event, I needed to approach work to see if they would free up my time to let me help with this.

Initially I had reservations about talking to my manager, but I spoke to a HR Advisor who provided the advice and support that I needed to be able to move forward and start the conversation with my manager.

When I came out to my colleagues, they were shocked and surprised, they did not believe as they had no idea but now, after discussing it openly with colleagues I realise there was no reason to hide or fear as coming out has made very little difference and it has been well accepted by work colleagues.

County Council Employee